While I have been in the field of Human Resources (HR) for almost 30 years, and consider myself to be well-versed, as a Human Resources Generalist, I have not had the opportunity to develop in-depth learning programs. I am walking away from this semester, both knowing the components of program design, and having a deeper understanding of the concepts of “learning anywhere” and “social learning.” More importantly, I understand how those concepts impact the design and success of an effective learning program.
The concepts of “learning anywhere” and “social learning” reinforce that we must always consider the learner when developing programs. As generations such as Millennials and Generation Z continue in or begin to enter the workforce, businesses must understand that these generations are technologically social and savvy. Courses geared toward that technological mindset will enable these generations to excel in learning transfer. However, companies must be mindful of the fact that they have multigenerational workforces, and “social learning” is not the preferred method for all. That said, given today’s COVID19 environment, “learning anywhere” can be a benefit to all. Further, “learning anywhere” allows learners to engage at their own pace and does not always require a specific time and place.
I must admit I was wary when asked to use multiple technology platforms in this class. I established a Human Resources Development (HRD) Facebook page, I’ve followed numerous people on Twitter (besides Toby Keith), I created a blog page, and I discovered LinkedIn Learning. I will maintain my Twitter account and plan to utilize LinkedIn Learning to pursue my Human Resources certification. As for my HRD Facebook page and my blog, I doubt I will continue to use either as I am not one for posting information publicly. However, I believe these two platforms are beneficial for some learners and will be sure to consider them in future training efforts.
I entered this semester, thinking this class would provide me with the ability to develop training programs for my company. While I do believe I have learned the steps required to create specific courses or small programs, I think I will leave the design of more extensive programs to professionals (consultants) that specialize in Human Resource Development (HRD). That said, this course has provided me with the tools to ask the right questions of those professionals to ensure we are making appropriate decisions on training programs and to ensure those programs align with my company’s goals and business strategy. Also, this course, as well as my previous HR courses, has provided me with a better understanding of the “science” behind much of what we do in Human Resources. I often have science-oriented “aha” moments.
Finally, and as an aside, this class has led me to think about the steps involved in developing the Human Resources degree program at the University of Richmond. As I take my required courses, both HR and non-HR, I find that they intersect in many areas. I am now sure that this does not occur by accident. I imagine it was a significant undertaking that involved multiple professionals. I certainly have a different perspective on HRD and am confident it will help me moving forward in my career.
Ana's School Blog 